Managing Conflicts Constructively

           Conflicts between people can arise over breakdowns in communication, value clashes, personality clashes, and culture clashes. Additionally, organizations may create conflicts through their work policies, practices, and adversarial management.

            Anger is at the root of many conflicts and usually indicates that a problem needs to be addressed. Even though anger can be expressed in nonproductive ways, you can choose to show or use your anger in ways that benefit everyone. At the same time, the normal and appropriate expression of anger can address your anxiety and help you get rid of unhealthy stress.

            There are several approaches for dealing with conflict, which may be grouped into three basic strategies: win/lose, lose/lose, and win/win. Using the win/win strategy not only can resolve a conflict but can also preserve good human relations. Regardless of the strategy implemented, your level of assertiveness and desire for cooperation are key factors in the effective resolution of personal conflicts with others. When people cannot solve their conflicts in an informal manner, many organizations create solutions through a conflict resolution process.  This process is dependent on win /win attitudes: a strong sensitive leader; and a clear outline of the steps that need to be taken to resolve the conflict.

            Conflict between employers and workers can be handled by labor unions negotiating with management. Labor unions are usually organized on a national level and help balance the power between labor and management. Unions engage in collective bargaining, which defines the rights and privileges of both sides and establishes the terms of employment in a contract or other types of legally binding document. If neither side can agree on issues, they can submit their disputes to arbitration or mediation for settlement. Whereas arbitration is binding on both parties, the decision reached through mediation for may be accepted or rejected by either side. Conflicts that arise after a contract has been negotiated can be handled through the grievance procedure.

            Both unions and management are facing complex problems that involves productivity, job security and worker training, and the preservation of the quality of work life enjoyed by employees. Both sides are attempting to cope with the challenges of hugh technology and changing economic conditions.